Green Lifestyle: A Tie between Green Human Resource Management Practices and Green Organizational Citizenship Behavior

Abstract

Increasingly negative business processes and climate change have prompted businesses to incorporate green lifestyle practices into their working systems as a promising first step. This study investigates the impact of green human resource management practices on green organizational citizenship behavior, with a green lifestyle acting as a mediator and green innovation and green shared value acting as moderators. The data were collected from 347 hotel industry employees in China, and the partial least squares structural equation modeling PLS-SEM technique was applied to verify the hypothesis relationships. The results show that green HRM practices positively and significantly impact green lifestyle and organizational citizenship behavior. Meanwhile, findings indicate that a green lifestyle positively mediates the relationship between green HRM practices and green organizational citizenship behavior. Furthermore, results show that green shared value significantly moderates the relationship between a green lifestyle and green organizational citizenship behavior. The moderating effect of green innovation is insignificant in the relationship between green HRM practices and green lifestyles. Finally, this article discusses the managerial implications and future insights. This study is useful for HR managers in the hotel industry to make the best possible strategic decisions and formulate the best possible strategies accordingly. Finally, this study provides insights for other practitioners and academics to better understand the concept of green lifestyles in order to improve green organizational citizenship behavior in their organizations.

Green HRM: Strategies for Sustainable Business Practices and Employee Engagement

“…Additionally, employee commitment plays a mediating role in the relationship between Green HRM practices and sustainable firm performance (DIN, 2023). Furthermore, the research has demonstrated that a green lifestyle positively mediates the relationship between Green HRM practices and green organizational citizenship behavior (Meng et al, 2022).…”

Empowering Educational Institutions: The Synergy of Green HR Practices and Employee Wisdom for Elevated Workplace Wellbeing

“…Such training not only facilitates the acquisition of essential green skills but also fosters an understanding of the significance of employees' contributions to the organization's sustainability and well-being objectives (Nasir et al, 2023b). Performance appraisal within the framework of Green Human Resource Practices (GHRP) integrates both environmentally conscious behaviors and employees' adherence to wellness practices into the criteria used for evaluating performance (Meng et al, 2023). Recognizing and rewarding employees' efforts to minimize their environmental impact, engage in eco-friendly practices, or suggest improvements to augment sustainability alongside their commitment to maintaining personal well-being sends a clear message: the organization values environmental responsibility and employee health equally.…”

“…Green Human Resource Practices denote the strategies and actions taken by organizations to promote a sustainable and environmentally responsible work environment. Recognizing the importance of sustainability and a reduced ecological footprint, GHRP aims to intertwine ecological consciousness with standard HR activities (Meng et al, 2023). Several pivotal initiatives fall under the umbrella of GHRP:…”

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The 21st century has witnessed an emerging focus on environmental sustainability and the role of organizations in promoting sustainable practices. In this context, Green Human Resource Management (GHRM) has become a pivotal strategy, encouraging organizations to integrate environmental concerns within their HRM processes and promote employees' pro-environmental behaviors (Meng et al, 2023). In parallel, the importance of employee workplace wellbeing has also been recognized as a critical factor influencing productivity, job satisfaction, and overall organizational performance.

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Green Dynamic Capabilities and Green Creativity in Hospitality and Tourism Industry: The Moderating Role of Green Transformational Leadership

“…This is because creative solutions for going green stem from specific traits within people and organizations, creating a ripple effect of positive impact (Tuan, 2023). A multitude of factors contribute to green creativity, including the organizational commitment to environmental practices, a culture of eco-innovation, employees' green lifestyle, and green transformational leadership (Öğretmenoğlu et al, 2022;Meng et al, 2022;Tuan, 2023). Environmental and social progress hinges on a potent combination of novel ideas and their subsequent translation into action (Singh et al, 2022).…”